Direct Employers

How do I post a traineeship or summer placement?

Posting a traineeship or summer placement on the site is straight forward and involves the same process as adding a job vacancy. 

Register as a recruiter

• On the form select 'Direct Employer'

Once you have registered you can view your Account

• Click on the 'Traineeship' tab
• Click on the link to add your vacancy and complete the form that appears
• A message will be sent to lawscotjobs and your posting will be vetted and then activated

I am seeking to employ a trainee / summer student - how does this site work?

Because the site is free to use, and controlled entirely by the employer when it does/does not want information to appear on the site, the portal is flexible enough for all prospective employers, regardless of size and geographical location - you will have responsibility for uploading/removing vacancies. You can be secure in the knowledge that as the Society is encouraging those seeking traineeships to use the portal, your advertisement will have high visibility amongst candidates.

We know from focus groups with students that those seeking traineeships want this portal - so whether you are a big recruiter, or an organisation which takes on trainees every few years, we encourage you to use the site.

Trainee Salaries

From 1 June 2010, the recommended rates for trainee salaries are now £15,965 for a first year trainee and £19,107 for a second year trainee. The rates are reviewed annually.

Note to recruiters:

The Education and Training Committee will be developing best practice in recruitment guidelines but until such time the Society would refer to the existing code of practice developed (see below) to guide all those involved in the graduate recruitment process.

Best practice in graduate recruitment

Please also have regard to the document ‘Ensuring Fairness, Creating Opportunities: A practical guide to equality and diversity for Scottish solicitors’ – Section 2, Employment and Training.

The following is guidance agreed by The Association of Graduate Careers Advisory Services, the Association of Graduate Recruiters, and the National Union of Students fully endorse adherence to the following principles and strongly recommends their adoption by all those concerned with the process of graduate recruitment.

Whilst the Society recognises the distinct nature of recruitment of summer placement students and trainees within the Scottish legal profession, the Society believes it is useful to bring this best practice note to the attention of those using the lawscotjobs site to advertise these roles so far as it is relevant to these circumstances. This is an abridged version of the full Best Practice in Recruitment Guidelines. The full version can be accessed by following the link below. Where an employer has a query over their recruitment practices, they are encouraged to contact Katie Meanley (katiemeanley@lawscot.org.uk) at the Law Society of Scotland to discuss.

Best practice in graduate recruitment works to everyone’s advantage – students and graduates, recruiters and businesses, careers advisers and higher education institutions. A Code of Practice has been in circulation for many years and this updated guide has been produced to take account of significant changes that have been taking place in the worlds of higher education and employment including:

· the expansion of and the widening participation in higher education

· graduate expectations and aspirations

· the demands and expectations of employers

· developments in recruitment practice such as increasing use of the Internet and external agencies

The guidance within this code, if adhered to, will ensure a balanced, fair approach to graduate recruitment for the benefit of all concerned.

Employers should:

1. Take responsibility for all actions taken by staff and agents acting on their behalf.

2. Provide up-to-date accurate information on the organisation and on positions likely to be on offer to graduates.

3. Recognise the increasing diversity of the graduate market and ensure that all aspects of the recruitment process comply with equal opportunities legislation and best practice [1].

4. Be flexible and provide alternative times and dates for selection activities where these may clash with exams and other important academic demands, religious and cultural obligations or disability requirements or where travel arrangements may be difficult.

5. Ensure selection processes and methods are fair, seen to be fair and clearly explained in advance and during the process. Clarify the availability of any feedback.

6. Keep candidates informed if offer/process is delayed.

7. Pay reasonable expenses for off-campus selection processes. Always make it clear before an interview if this is not being offered and give accurate information about how expenses may be claimed.

8. Agree referees with the candidate. Indicate clearly to the candidate and to the referee whether or not the offer is conditional on the reference

9. Clearly explain the terms and conditions of service and the nature of the contract in the offer letter. State whether or not an offer is conditional.

© 2009 Agcas, AGR and NUS

This document is also available at www.prospects.ac.uk